As I listen to the current debate in Washington between tax relief (i.e. cutting spending) and stimulating the economy (investment), I reflect on how that might be playing out in organizations in a smaller way across the Country. When budgets get tight, organizations are desperate to find ways to prosper, or just  survive.  In good times we hear the mantra - "people are our most important asset."  Yet in difficult times the focus is on "holding the line", cost cutting, and focusing on the work to be done (task). This "cutting" is an important part of success.  I suggest though that it needs to be balanced with "investment."  Regardless of the economic environment, people remain an organization's most important asset, and often have many of the answers that Leaders need.  Those answers emerge, when Associates at all levels feel someone is asking for their inputs.  But just stating that you want Associate's ideas is not enough.  The culture must support people speaking up, and leaders most create the conditions where "different" ideas (often spoken by those who are most "different" in the organization) come forward, are recognized and acknowledged.  For most of us this requires more skill and competencies because the workforce is much more diverse than ever before.  For organizations to be able to leverage those differences, care must be taken to create a culture of inclusion.  That is the investment in our people effort that will help our companies emerge from these scary economic times stronger, more effective and more efficient.